...Recruitment of a Star Introduction The case is based on Stephen Connor, director of research at the New York investment banking firm of Rubin, Stern, and Hertz (RSH) who is facing a delima of recruiting a Semiconductor analyst in place of the star analyst who recently quit his job. The issue needs immediate attention because of an upcoming deal with the PowerChip company which requires an expert level analyst Rubin, Stern and Hertz(RSH), an investment banking firm based in New York, is faced with the problem of hiring a replacement for their star semi-conductor analyst, Peter Thomson. Star analysts willing to shift companies are difficult to find in the present market scenario. But Stephen Connor, director of research at the firm, with the help of Craig Robertson, a head-hunter at Triple S, has managed to shortlist 3 worthy candidates with diverse profiles. Stephen was also approached by Anita Armstrong on behalf of a fourth candidate, Seth Horkum.RSH is strong in its Research Division, where Stephen Connor, director of RSH, was worried over the departure of a star analyst performer in its semi – conductor area also on may note that RSH’s culture was built on team-oriented approach and Employee turnover was low. The Star semi-conductor analyst Peter has retired. The post is urgently in need of skilled analyst in the domain because of an upcoming deal with POWERCHIP Company.The junior analyst, Rina was promoted to senior analyst as a stop-gap solution. But the Director had...
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...If you were Stephen Conner, who would you hire, and why? In the case study of “Recruitment of a star” there are four candidates for the job offered by Stephen Conner. They are Gerald Baum, David Hughes, Sonia Meetha and Seth Horkum. Among all, my choice is Seth Horkum. There were several positive aspect which made him my first option such as his time management (being at interview before the schedule), his prior experience with PowerChip company (Upcoming client for RSH), his long term commitment (15 years of service @ Jefferson Brothers) which allows dependency and loyalty. With all the above aspects and the intelligence he exhibited in the interview makes him the best fit for the job. What problems does Stephen Conner face? When Stephen let Peter go, the biggest problem was to find the right replacement at the earliest. So the time was the key factor because it was the time when they were in need of a senior analyst to get started with the new client (PowerChip Company). Apart from that, he was facing a lot of concerns from the senior executives of the organization about his decision of letting Peter go. In fact they were more upset with his decision of making Rina who was an assistant to peter and joined the organization just 3 years ago as a substitute for Peter. What should Peter's replacement look like, and which of the candidates best fits this description? (Page 4) Peter was extremely intelligent and his analytical skills were superior. So if one has to replace...
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...Case Analysis: Recruitment of a Star PROBLEM STATEMENT To recruit a suitable replacement for RSH’s star analyst Peter Thompson PESTC Analysis Political – Nil Economic:- * Increased shuffling of jobs. Social:- * The environment required rigid competencies, high stamina, great communication skills, and frequent client interaction. * The industry average retirement age was approximately 45 to 50. Technological:- * Intensive use of technologies in research. * Due to high competition, staying updated with latest technology provided the edge for firms against its competitors. * Many analysts were expected to provide prompt response to clients’ needs and come up with latest financial instruments benefitting both company and clients. SWOT of RSH: Strengths:- 1. Work culture- Many analyst and industry experts believed that RSH work culture was one of the main competitive advantages. This is so as the company gave space to its analysts to work and allowed and encouraged team work. This ensured the employees felt secured about their job thereby addressing the employees need for safety and social needs. 2. Working in team helped to co-ordinate and achieve more. The employees felt that being part of a team served them well. The company hence satisfied their need for affiliation. 3. The interpersonal relations among employees were good and ensured harmony among them. 4. With seniors helping juniors learn about the industry...
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...After reading ‘ Recruitment of a Star ’ it has become convincingly evident that only one candidate stood out amount the rest with regard to RHS corporate values, anlytical requirements and contribution potential. Although all candidates show strong qualifications, the candidate I am reffering to is Sonia Meetha First of all Mrs. Meetha’s credentials are extremely impressive.After seeking feedback from people whom Mrs. Meetha has work with, it was reported that her work is thorough, solid and insightful and that companies have come to rely on her work. She was recongized as an ‘up and comer’ as per II standards, whic is exactly where ı thınk she should be so that the fırm can benefit the most.She is at a perfect point in her career so that RHS can mold/mentor her into its culture without inheriting negative practices picked up at other big firms all with the goals of helping her relaize her full potential, which would be of an extreme benefit for the company. Also, while at WHS, she has managed to cover the franchise by herself without the assistance of a junior analyst, which tell me that her work ethic is impeccable. Her performance ratings have grown over the last three years, she’s built good networks, which include CEO’s of major companies as well as divisional managers and staff. In addition, Mrs. Meetha has shown a keen interest in organizational structure, which is something that is highly valued at RHS. As evidenced in structure, which is something that is highly...
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...competitive. Sonia did the best in the interview process and she seemed like the one that was willing to learn and also fit into the team role. I think if Sonia, if hired, will become more than an analyst but she will also become a servant leader to the organization. Sonia, is ready for the opportunity in a bigger firm and I do not think this opportunity is too big for her. I think she will need to reevaluate how much she travels but besides that she is a great fit. The highest profile people have been moving around lately, hard to find a great fit for the job. If Craig Roberts calls too many people word on the street will get out that RHS lost one of the top Semiconductor analyst, this could put the company in a hard position. Hard to find a star of Peters caliber. Might have to settle for a junior person and groom them into the role. Another problem he faces is if he hires Rina into this position he will need to hire a replacement for her. Although she seems like a good choice because she already fits in the team so well if, Stephen finds and outside hire he won’t need a new junior. The candidate should be a real go getter, no afraid to take on...
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...------------------------------------------------- ------------------------------------------------- Q1- Tell me about yourself (Starting form to schooling to highest education, family Background, Hobbies, interests, Achievements, etc). ------------------------------------------------- --- This will enable me to understand about his qualification, his communication skills, His interest , Achievements & will enable me to understand if he is eligible for the position or not. ------------------------------------------------- Q2- What challenges you are looking for in this Marketing Research Analyst position? ------------------------------------------------- --- It is to determine what i am looking from the candidate from the job to be assigned, would he be fit for the position being hired for. His answer will help me to analyse, how effectively he would utilize his skills & experience needed for the job. His answer will help me to understand his Motivation level, understand his flexibility & skills necessary to handle a challenging Job. ------------------------------------------------- Q3- what is your biggest Weakness? ------------------------------------------------- --- His answers will enable me to understand his presence of mind and will help me in understanding, how talented he is in answering delicate question. Because, no one likes to answer such type of question which requires a delicate balance. ------------------------------------------------- ...
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...Problem Statement: Recruiting a new star analyst for RSH Research department in the semiconductor Industry domain while satisfying client, market and organizational expectations. Introduction to Company Rubin, Stern and Hertz(RSH), an investment banking firm based in New York, is faced with the problem of hiring a replacement for their star semi-conductor analyst, Peter Thomson. Star analysts willing to shift companies are difficult to find in the present market scenario. But Stephen Connor, director of research at the firm, with the help of Craig Robertson, a headhunter at Triple S, has managed to shortlist 3 worthy candidates with diverse profiles. Stephen was also approached by Anita Armstrong on behalf of a fourth candidate, Seth Horkum. · RSH is strong in its Research Division. · Stephen Connor, director of RSH, was worried over the departure of a star analyst performer in its semi – conductor area. · RSH’s culture was built on team-oriented approach. · Employee turnover was low. The Star semi-conductor analyst has retired. The post is urgently in need of skilled analyst in the domain because of an upcoming deal with POWERCHIP Company. The junior analyst, Rina was promoted to senior analyst as a stop-gap solution. But the Director had to come across a new person immediately. He creates a pool of eligible candidates – Gerald Baum, David Hughes, Sonia Metha and Seth Horkum. Pre-screening of candidates was commenced by Director through Personal...
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...APPRECIATIVE INQUIRY AS AN ORGANIZATIONAL DEVELOPMENT TOOL by Charles F. Martinetz, PhD Appreciative inquiry can get you much better results than seeking out and solving problems. That’s an interesting concept for me—and I image for most of you—because telephone companies are among the best problem solvers in the world. We trouble shoot everything. We concentrate enormous resources on correcting problems that have relatively minor impact on our overall service performance. When used continually and over a long period of time, this approach can lead to a negative culture. If you combine a negative culture with all the challenges we face today, it could be easy to convince ourselves that we have too many problems to overcome and to slip into a paralyzing sense of hopelessness. And yet if we flip the coin, we have so much to be excited about. We are in the most dynamic and the most influential business of our times. We ought to be excited, motivated, and energized. We can be if we turn ourselves around and start looking at our jobs and ourselves differently. If we kill negative selftalk and celebrate our successes. If we dissect what we do right and apply the lessons to what we do wrong, we can solve our problems and re-energize the organization at the same time. In the long run what is likely to be more useful? Demoralizing a successful workforce by concentrating on their failures or helping them over their last few hurdles by building a bridge with their successes? Don’t get...
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... Question: Crew Management of Super Star Virgo Study the crew strength onboard Super Star Virgo. Elaborate on the recruitment methods and criteria in the recruitment of local and foreign crew members by Star Cruise. What are the training and development programmes provided by Star Cruise to ensure quality service? Identify the benefits enjoyed by the crew members. Evaluate and support with reasons if more can be done to improve crew management. Tasks: • Study Crew Strength • Elaborate on Recruitment Methods • Elaborate on Recruitment Criteria • Training and Development Programmes • Service Standards • Benefits Enjoyed by Crew Members • Evaluation • Improvements on Crew Management Crew Strength Currently, there are a total of 1423 crew members of 17 different nationalities onboard the Super Star Virgo. The crew members are mainly divided into three divisions; Marine Department (Deck and Engine, Navigation, Technical), Club Department (Games Operation, Entertainment) and Hotel Department (Housekeeping, Service, Concierge). Recruitment Methods Recruitment of prospective crew is carried out through a crewing agent (Strada Maritime Corporation and Martley Shipping Inc) which thereafter deployment is processed through authorised local crewing agents appointed in the countries. Similarly, job seekers can also send their general applications for suitable positions through the Star Cruise official website (http://www.starcruises...
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...Meghan Wynne, Human Resources Director Sylvania North Star, New Jersey Prepared by Timothy Stevenson Human Resources Assistance Camden, New Jersey April 30, 2012 Sylvania North Star 13 Tanner Road Burlington, New Jersey 08016 April 30, 2012 Ms. Meghan Wynne Human Resources Director 13 Tanner Road Sylvania North Star, New Jersey 08016 Dear Ms. Wynne: The attached report, requested by Meghan Wynne, Human Resources Director of Sylvania North Star, on March 23, 2012. The report will describe an innovative way to hire new employees to our company compared to practices currently used. The report will discuss how Web-based employment sites would benefit the company: * Cost-effectiveness in using Web-based employment sites compared to the newspaper ads * Access to a large range of applicants immediately * Speed of replies to job openings * Easy use of the technology I would be pleased to discuss my finding in this report and its conclusions with you at your request. I thank you for your assurance in me to construct this report. Sincerely, Timothy Stevenson TABLE OF CONTENTS LETTER OF TRANSMITTAL ii EXECUTIVE SUMMARY v PROBLEM 1 BACKGROUND 1 DISCUSSION OF FINDINGS 2 COST EFFECTIVENESS 2 LARGE RANGE OF APPLICANTS 2 RAPIDNESS OF REPLIES 4 EASY USE OF THE SITE 4 Conclusion and recommendation 5 WORK SITE 5,6 EXECUTIVE SUMMARY Sylvania North Star can receive advantage devoting resources into using Web...
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...professional knowledge of the sales staff. And the education background has certain requirements. Sales manger should has sales skill, and mange team. 4. If you were the candidate selected my Ma for the job at Jindi Enterprises, would you accept the job? Why or why not? I think i will choose this job. 5. What are the key decision points used by S.G. Cowen in making hiring decisions? What is your evaluation of the process used by the firm? 6. What is your evaluation of the criteria used by S. G. Cowen in making hiring decisions? 7. Which two candidates would you select if you were a member of S.G. Cowen’s recruiting committee? Justify your decision. 8. Using the information presented in the case “Recruitment of a Star” whom should Stephen Connor hire? Why? 9. What...
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...Human Resource Management Case Study Report Contents Page Executive Summary Pg. 2 Introduction Pg. 3 Thiess Group Pg. 4 Sectors of Thiess Group Pg. 5 Advertising Pg. 7 Recruitment and Selection Process Pg. 8 Human Resource Department Pg. 10 Challenges/Problems with Recruitment & Selection Strategies Pg. 11 Conclusion Pg. 12 References Pg. 13 Appendix A – Thiess Interview Template Appendix B – Thiess Recruitment Flowchart Appendix C – Thiess Recruitment Job Brief Executive Summary This report explains the recruitment and selection process for the company of Thiess. It will provide information how the human resource practice of recruitment and selection helps the organisation to achieve its goals and objectives. The report will provide you with as much background knowledge of the company and the challenges, problems and recommendations Thiess face today. Although Thiess works in the Construction, Mining and Services Contractors the report will only discuss how the recruitment and selection affects the Construction area of Thiess. Introduction Thiess see every construction project, no matter how large or small, as an exciting opportunity to support their communities, contribute to their country and advance their industry. They work with all stakeholders to deliver the best possible outcomes for their clients, the communities they work in...
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...marketing management of hotels. The emerging positive trend in the tourism industry indicates that hotel industry is like a reservoir from where the foreign exchange flows. This naturally draws our attention on HOTEL MANAGEMENT. Like other industries, the hotel industry also needs to explore avenues for innovation, so that a fair blending of core and peripheral services is 1 Human Resource Practices In Hotel Industry made possible. It is not to be forgotten that the leading hotel companies of the world have been intensifying research to enrich their peripheral services with the motto of adding additional attractions to their service mix. It is against this background that we find the service mix more flexible in nature. The recruitment and training programmes are required to be developed in the face of technological sophistication. The leading hotel companies have been found...
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...9-407-036 REV: MARCH 26, 2007 BORIS GROYSBERG STEPHEN BALOG JENNIFER HAIMSON Recruitment of a Star Stephen Connor, director of research at the New York investment banking firm of Rubin, Stern, and Hertz (RSH), was in a bind. His star semiconductor analyst, Peter Thompson, had abruptly announced his resignation; he had received an offer from one of RSH’s competitors. But Peter was not only a star analyst, he was also RSH’s only semiconductor analyst. This was certainly not a role that could be left vacant for long and, right now, RSH particularly needed strong coverage of the semiconductor industry because of an upcoming deal with the PowerChip company. (See Exhibit 1.) Stephen examined how much money Peter generated for the firm and saw that he could legitimately raise Peter’s compensation. Then he devised a backup plan: to split Peter’s team by encouraging Peter’s junior analyst, Rina Shea, to stay at RSH. Peter ended up leaving the firm and Stephen promoted Rina to senior analyst, assigning her to cover PowerChip and the rest of the semiconductor industry, at least temporarily, while he decided whether to offer her the position permanently or hire someone from outside the firm. Now Stephen faced the task of finding a permanent replacement for Peter. Should he make Rina a permanent offer or hire from outside? RSH Research Department RSH’s corporate culture was especially strong in its research division. Senior research analysts often began as junior analysts and remained at...
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...9-407-036 REV: MARCH 26, 2007 BORIS GROYSBERG STEPHEN BALOG JENNIFER HAIMSON Recruitment of a Star Stephen Connor, director of research at the New York investment banking firm of Rubin, Stern, and Hertz (RSH), was in a bind. His star semiconductor analyst, Peter Thompson, had abruptly announced his resignation; he had received an offer from one of RSH’s competitors. But Peter was not only a star analyst, he was also RSH’s only semiconductor analyst. This was certainly not a role that could be left vacant for long and, right now, RSH particularly needed strong coverage of the semiconductor industry because of an upcoming deal with the PowerChip company. (See Exhibit 1.) Stephen examined how much money Peter generated for the firm and saw that he could legitimately raise Peter’s compensation. Then he devised a backup plan: to split Peter’s team by encouraging Peter’s junior analyst, Rina Shea, to stay at RSH. Peter ended up leaving the firm and Stephen promoted Rina to senior analyst, assigning her to cover PowerChip and the rest of the semiconductor industry, at least temporarily, while he decided whether to offer her the position permanently or hire someone from outside the firm. Now Stephen faced the task of finding a permanent replacement for Peter. Should he make Rina a permanent offer or hire from outside? RSH Research Department RSH’s corporate culture was especially strong in its research division. Senior research analysts often began as junior...
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